The purpose of this paper is to develop an additional perspective on when and why intrinsic motivation predicts employee engagement by presenting a contextual boundary of psychological detachment in relation to the relationship between intrinsic motivation, employee creativity and employee engagement of workers.,Data were collected from 288 full-time Japanese workers using an online survey. The study used a bootstrap method (Preacher and Hayes, 2008) to test mediation, and a Hayes method (2013) to test moderation and a first-stage moderated mediation model.,Employee creativity mediated the relationship between intrinsic motivation and employee engagement, and the relationship between intrinsic motivation and creativity was moderated by psychological detachment. Additionally, the indirect effect of intrinsic motivation on employee engagement via creativity was moderated by psychological detachment.,The cross-sectional design may have limited the empirical inferences; however, the proposed model was based on robust theoretical contentions, and the study included an unrelated “marker variable” (neuroticism) as an effective means of identifying common method variance (CMV), thus mitigating the limitation of the design.,This study has shown that intrinsically motivated employees who practice psychological detachment from work achieve higher creativity and stronger employee engagement.,Based on the unconscious thought theory (UTT), job demand resource theory (JD-R), recovery processes (i.e. effort-recovery model) and self-determination theory (SDT), this paper adds to the literature by demonstrating the mediating and moderating mechanisms driving intrinsic motivation and employee engagement relationship.

中文翻译：

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心理超脱

本文的目的是通过提出与内在动机，员工创造力和员工敬业度之间的关系有关的心理超脱的上下文边界，来进一步了解内在动机何时以及为何预测员工敬业度。 288位日本全职员工使用在线调查。该研究使用引导法（Preacher和Hayes，2008）来测试调解，并使用Hayes方法（2013）来测试调解和第一阶段主持人调解模型。员工创造力介导了内在动机与员工敬业度之间的关系，以及内在动机与创造力之间的关系被心理超脱所调节。另外，内在动机通过创造力对员工敬业度的间接影响被心理分离所缓解。横截面设计可能限制了经验推论；但是，该模型基于强大的理论争论，并且该研究包括一个无关的“标记变量”（神经病学）作为识别通用方法差异（CMV）的有效手段，从而减轻了设计的局限性。结果表明，具有内在动力的员工会在工作中进行心理疏离，从而实现更高的创造力和更强的员工敬业度。基于无意识思想理论（UTT），工作需求资源理论（JD-R），恢复过程（即努力-恢复模型）和自决理论（SDT），